The Effect of Organizational Culture on Perception of Organizational Justice: Mediating Role of Leader-Member Exchange and Perception of Organizational Favouritism

Metin Günay

Makale detayları

The Effect of Organizational Culture on Perception of Organizational Justice: Mediating Role of Leader-Member Exchange and Perception of Organizational Favouritism

Yazarlar:

Metin Günay

Yayıncı:

Ataturk University

Ana Başlıklar:

Örgütsel Davranış

Dergi:

Dynamics in Social Sciences and Humanities Vol.6 Issue 2, pp.94-112

Belge Tipi:

Makale

Yayın Tarihi:

9/2025

Belge Dili:

İngilizce

Document ID (Org No.):

2001359186

pISSN:

2980-0501

Anahtar kelimeler:

Özet:

 The purpose of this study is to investigate the mediating role of leader-member exchange and perception of organizational favoritism in the impact of organizational culture sub-dimensions on perceptions of organizational justice. For this purpose, the research was conducted with the participation of 327 employees at the Türasaş Sivas Regional Directorate. Structural equation modeling was used to test the hypotheses of the research model, which was constructed in accordance with the theoretical framework. The effects of organizational culture sub-dimensions on perceptions of organizational justice were examined as the main independent variables. It was found that clan orientation, supportive orientation, and growth orientation had positive and statistically significant effects on employees perceptions of organizational justice, while normative orientation and hierarchical orientation had no effect on perceptions of organizational justice. With the inclusion of the mediating variables leader-member exchange and perception of organizational favoritism in the model, the direct effects of clan orientation and supportive orientation on perceptions of organizational justice were eliminated, and leader-member exchange assumed a full mediating role in this relationship. When examining the impact of growth orientation on perceptions of organizational justice, the mediating variables of leader-member exchange were found to have a positive and negative mediating role, both partially and jointly. The results indicate that an organizations cultural values are a significant factor in determining employees perceptions of organizational justice. It was determined that employees interactions with their leaders increase their perceptions of organizational justice, while perceived favoritism decreases their perceptions of organizational justice. The studys findings provide several recommendations for business managers and researchers.

 The purpose of this study is to investigate the mediating role of leader-member exchange and perception of organizational favoritism in the impact of organizational culture sub-dimensions on perceptions of organizational justice. For this purpose, the research was conducted with the participation of 327 employees at the Türasaş Sivas Regional Directorate. Structural equation modeling was used to test the hypotheses of the research model, which was constructed in accordance with the theoretical framework. The effects of organizational culture sub-dimensions on perceptions of organizational justice were examined as the main independent variables. It was found that clan orientation, supportive orientation, and growth orientation had positive and statistically significant effects on employees perceptions of organizational justice, while normative orientation and hierarchical orientation had no effect on perceptions of organizational justice. With the inclusion of the mediating variables leader-member exchange and perception of organizational favoritism in the model, the direct effects of clan orientation and supportive orientation on perceptions of organizational justice were eliminated, and leader-member exchange assumed a full mediating role in this relationship. When examining the impact of growth orientation on perceptions of organizational justice, the mediating variables of leader-member exchange were found to have a positive and negative mediating role, both partially and jointly. The results indicate that an organizations cultural values are a significant factor in determining employees perceptions of organizational justice. It was determined that employees interactions with their leaders increase their perceptions of organizational justice, while perceived favoritism decreases their perceptions of organizational justice. The studys findings provide several recommendations for business managers and researchers.

 The purpose of this study is to investigate the mediating role of leader-member exchange and perception of organizational favoritism in the impact of organizational culture sub-dimensions on perceptions of organizational justice. For this purpose, the research was conducted with the participation of 327 employees at the Türasaş Sivas Regional Directorate. Structural equation modeling was used to test the hypotheses of the research model, which was constructed in accordance with the theoretical framework. The effects of organizational culture sub-dimensions on perceptions of organizational justice were examined as the main independent variables. It was found that clan orientation, supportive orientation, and growth orientation had positive and statistically significant effects on employees perceptions of organizational justice, while normative orientation and hierarchical orientation had no effect on perceptions of organizational justice. With the inclusion of the mediating variables leader-member exchange and perception of organizational favoritism in the model, the direct effects of clan orientation and supportive orientation on perceptions of organizational justice were eliminated, and leader-member exchange assumed a full mediating role in this relationship. When examining the impact of growth orientation on perceptions of organizational justice, the mediating variables of leader-member exchange were found to have a positive and negative mediating role, both partially and jointly. The results indicate that an organizations cultural values are a significant factor in determining employees perceptions of organizational justice. It was determined that employees interactions with their leaders increase their perceptions of organizational justice, while perceived favoritism decreases their perceptions of organizational justice. The studys findings provide several recommendations for business managers and researchers.

 Bu çalışmanın amacı örgüt kültürü alt boyutlarının örgütsel adalet algısı üzerindeki etkisinde lider-üye etkileşimi ve örgütsel kayırmacılık algısının aracılık rolünü araştırmaktır. Bu amaçla araştırma, Türasaş Sivas Bölge Müdürlüğünde toplam 327 personelin katılımı ile gerçekleştirilmiştir. Teorik altyapıya uygun bir şekilde kurgulanan araştırma modelinin hipotezlerini test etmek için yapısal eşitlik modellemesi kullanılmıştır. Temel bağımsız değişken olarak örgüt kültürü alt boyutlarının örgütsel adalet algısı üzerindeki etkisine bakılmış, klan eğilimi, destekleyicilik eğilimi ve gelişme eğiliminin çalışanların örgütsel adalet algıları üzerinde pozitif yönlü ve istatistiksel olarak anlamlı etkilere sahip olduğu, kuralcılık eğilimi ve hiyerarşi eğiliminin örgütsel adalet algısı üzerinde herhangi bir etkisinin olmadığı tespit edilmiştir. Aracı değişkenler olan lider-üye etkileşimi ve örgütsel kayırmacılık algısının modele dâhil edilmesiyle klan eğilimi ve destek eğiliminin örgütsel adalet algısı üzerindeki direkt etkisinin ortadan kalktığı, lider-üye etkileşiminin bu ilişkide tam aracılık rolü üstlenmiş olduğu tespit edilmiştir. Gelişme eğiliminin örgütsel adalet algısı üzerindeki etkisi incelendiğinde, aracı değişkenler olan lider-üye etkileşiminin pozitif ve örgütsel kayırmacılık algısının negatif yönlü olmak üzere birlikte ve kısmi aracılık rolü üstlendiği tespit edilmiştir. Elde edilen sonuçlar örgütün kültürel değerlerinin çalışanların örgütsel adalet algısının belirlenmesinde önemli bir faktör olduğunu, çalışanların liderleriyle etkileşimlerinin örgütsel adalet algısını artırırken algıladıkları kayırmacılığın örgütsel adalet algılarını azalttığı saptanmıştır. Araştırmada ulaşılan sonuçlar çerçevesinde işletme yöneticilerine ve araştırmacılara yönelik çeşitli öneriler sunulmuştur.

Makale detayları

The Effect of Organizational Culture on Perception of Organizational Justice: Mediating Role of Leader-Member Exchange and Perception of Organizational Favouritism

Yazarlar:

Metin Günay

Yayıncı:

Ataturk University

Ana Başlıklar:

Örgütsel Davranış

Dergi:

Dynamics in Social Sciences and Humanities Vol.6 Issue 2, pp.94-112

Belge Tipi:

Makale

Yayın Tarihi:

9/2025

Belge Dili:

İngilizce

Document ID (Org No.):

2001359186

pISSN:

2980-0501

Organizational Culture

Perception of Organizational Justice

Leader-Member Exchange

Perception of Organizational FavouritismÖrgüt Kültürü

Örgütsel Adalet Algısı

Lider-Üye Etkileşimi

Örgütsel Kayırmacılık Algısı

Sayı

Makale detayları

Yazarlar: Metin Günay

Yayıncı: Ataturk University

Ana Başlıklar: Örgütsel Davranış

Dergi: Dynamics in Social Sciences and Humanities Vol.6 Issue 2, pp.94-112

Belge Tipi: Makale

Yayın Tarihi: 9/2025

Belge Dili: İngilizce

Document ID (Org No.): 2001359186

pISSN: 2980-0501

Sayı

Yazarlar:

Metin Günay

Yayıncı:

Ataturk University

Ana Başlıklar:

Örgütsel Davranış

Dergi:

Dynamics in Social Sciences and Humanities Vol.6 Issue 2, pp.94-112

Belge Tipi:

Makale

Yayın Tarihi:

9/2025

Belge Dili:

İngilizce

Document ID (Org No.):

2001359186

pISSN:

2980-0501